NAIROBI — Nairobi County has introduced what officials describe as Kenya’s first formal menstrual leave policy for public employees, allowing women to take two paid days off each month to manage period-related pain — a move that has drawn praise from supporters and scrutiny from critics worried about unintended effects in the labour market.
The initiative took effect in December 2025 after what county officials say began as a casual discussion among senior staff about menstrual pain and workplace productivity. Governor Johnson Sakaja said the measure is designed to respect women in the workplace and reduce “presentism,” where staff report for duty despite being unwell and perform poorly. Under the policy, employees can take any two consecutive days, with minimal bureaucracy — notifying a supervisor without forms or detailed explanations.
County officials say the policy applies across Nairobi’s public service, which employs about 18,000 people, with women forming a large share of the workforce. The county says it has implemented the change through an internal directive rather than a national law, but the programme is already being watched by other county administrations and Kenya’s national government as a potential template.
Supporters within the county administration say early feedback has been positive. Janet Opiata, Nairobi County’s Chief Officer for Public Service, said staff responses suggest the break has improved morale and performance. “When they come back, they are able to work even better,” she said, describing the leave as a welfare measure that signals leadership responsiveness.
Medical professionals have also backed the logic of workplace flexibility for severe menstrual symptoms. Nairobi-based gynecologist Eunice Cheserem told local media that some women experience debilitating cramps, headaches, vomiting and gastrointestinal symptoms that can make routine work impossible without rest and treatment.
However, the policy has also sparked debate. Some workers and business owners say it could lead employers — particularly in the private sector — to favour male hires, even if the intention is supportive. One Nairobi resident interviewed in coverage of the policy questioned why the benefit is capped at two days and warned of potential discrimination in recruitment if firms view women as “costlier” employees.
Sakaja rejected the idea that supporting women would reduce their employability, arguing that better welfare improves productivity and retention. As implementation continues, county officials say the focus will be on uptake, privacy, and preventing stigma — a barrier that some employees say still makes it difficult to disclose menstrual-related needs to supervisors.
